2017 Flash Global Employee Handbook FINAL

ADDENDUM #6- SAFETY, SECURITY AND RISK MANAGEMENT
SMOKING:
Massachusetts
Employers must prohibit smoking in all enclosed workplaces and enclosed areas open to the public. If certain conditions are met,
employers can permit smoking in outdoor areas physically separate from enclosed work areas. Employers can't retaliate or
discriminate against anyone who reports or provides information concerning violations of the Massachusetts smoking provisions
to the Massachusetts Department of Public Health or any other Massachusetts agency that is responsible for enforcing the
provisions. Employees can obtain information on how to quit smoking from the Massachusetts Department of Health,
www.mass.gov/dph/mtcp/home.htm, the American Cancer Society at www.cancer.org, Smokers Quit Line at 800-try-to stop (800-
879-8678) and online at www.trytostop.org.
New Jersey
In an effort to maintain a healthy environment for company employees smoking a cigarette, cigar, pipe or any matter of substance
that contains tobacco, including the chewing of tobacco by employees is not permitted on company property except in designated
areas or in company vehicles. All suppliers, contracts and visitors are expected to comply with this policy and maintain the property
as a smoke-free environment. This includes all outside areas and parking lots as well as any covered building. The designated
smoking areas have appropriate smoking waste disposal receptacles and employees are expected to use them.
WORKPLACE VIOLENCE:
Arizona
Employers can seek injunctions prohibiting workplace harassment. Employers and business entities can't establish, maintain or
enforce policies or rules that prohibit anyone, including employees, from lawfully storing or transporting firearms in private vehicles
or on privately owned motorcycles in parking areas if the firearms are inside locked vehicles or in locked containers attached to
motorcycles and kept out of plain sight. However, employers and business entities can prohibit anyone, including employees, from
storing or transporting firearms in vehicles or on motorcycles in parking areas if employers provide parking areas that have
secured, monitored and restricted-access storage locations for keeping firearms which are readily accessible upon entering
employers' or business entities' premises and allow immediate retrieval of firearms upon exiting employers' or business entities'
premises.
Florida
Employers can't prohibit employees, customers or business invitees from keeping legally owned firearms that are lawfully
possessed and locked inside or locked to vehicles in company parking lots when employees, customers or business invitees are
lawfully in such areas. Employers can't make any verbal or written inquiries of employees, customers or business invitees as to
whether firearms are inside or locked to vehicles in company parking lots nor can they search such vehicles to determine the
presence of firearms. Employers also can't take any action against employees, customers or business invitees based upon verbal
or written statements by anyone that concern firearms stored in private vehicles in company parking lots for lawful purposes. In
addition, employers can't prevent or attempt to prevent employees, customers or business invitees from entering company parking
lots because their vehicles contain legally owned firearms that are carried for lawful purposes and concealed within the vehicles.
[Note: On Aug. 6, 2008, the U.S. District Court for the Northern District of Florida ordered a permanent injunction to block
enforcement of these provisions only as they apply to customers and business invitees.]Employers can't condition employment
based upon whether employees or applicants have permits that allow them to possess firearms or any agreements by employees
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